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The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B Case Study Analysis

Background and Facts

The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B a workplace materials seller for little and average sized businesses has recently been associated with preparing for a merging with its rival Residence Deport, which has actually affected effectiveness levels in departmentswith the senior supervisor involved in legal difficulties presented by the federal Trade Payment. With the Marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the near future. With difficulties in the type of a prospective social adjustment as well as reduced staff member spirits, the company is in need of a total reengineering initiative at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing division of The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B is enhancing uncertainty in the working environment causing different obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting tactical decisions given that Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention in the process. Provided the reality that the store has an international visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations may be able to affect efficiency or critical goals. Federal Profession Commission's antitrust match versus the merging occupied important time of the organization's senior management suggesting that 'political' factors can have major implications for a global business.

Economic Factors: Financial factors such as the emergence of local business in the global scenario suggest that The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B is flourishing in an environment where there is prospective development of organisations. Reality that shop clients are mostly looking for workplace products for home offices recommends that the market has a rising fad of business owners and home based organisations.

Social factors: Social patterns in the economic situation reveal that consumers are seeking comfort along with attractive rates. Market research demonstrates how the customer for The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B lacks awareness about finding solutions which can use a combination of comfort and low costs.

Technological factors: Innovation plays an important function in The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B's business technique especially as the company is piloting Technology centers which would use innovation sales and assistance in the form of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Actions issues can be seen in The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B's case as highlighted in this area.

Apprehensions about social modification: There is concern about a social change that would certainly occur as soon as Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with most of the personnel already showing unhappiness over this potential move. This predicted change has created anxiety in the office which has been combined with the previous stress of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is lack of workers that can match the demanding environment of a busy company. Not just does this bring about trouble in finding the ideal people, it places stress on new hires as can not withstand the pace and also pressure that the organization anticipates them to birth.

Dual Reporting Lines: Beginners locate this organizational society difficult and also hard to handle especially as dotted line connections are implied to be weaker as a whole and objective setup as well as performance evaluation is still done by the solid line supervisor. This suggests that novices might lose clearness concerning their corresponding roles and also goals specifically as dotted line coverage does not keep them in straight interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's position came as a blow to her morale. Lewis might have been qualified and also proper for the work but the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Worry as well as insecurity can be determined as two major problems that Lewis would certainly be handling especially as the merging has now be terminated and also 2 elderly execs of the advertising and marketing division would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would not just be in charge of brining regarding a social adjustment however would likewise need to prove herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's monitoring design and also its incompatibility with the marketing division's role can likewise be viewed as an OB difficulty particularly as she has actually been used to managing concerns in the operations division where employees are taught to concentrate on procedures and obtain them right. The advertising and marketing department on the other hand can be viewed as a group of people who are used to being supported by Krasnow who focused extra on result than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 divisions, marketing, merchandizing as well as procedures respectively over the appropriation of the marketing mix can be identified as one more OB worry. The advertising division does not share the very same vision as the other 2 divisions relating to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also operations departments do not concur over the marketing mix allowance amongst one another either.

Fragmentation in Marketing Department: Disintegration between the marketing and advertising divisions can be determined as an additional OB concern which could require additional attention. The fact that the marketing and advertising sections in the advertising department are disconnected is stopping both departments from gaining from each other's experience and proficiency. Integration of advertising with retailing and operations would end up being more difficult if the marketing department itself is disintegrated which can be another prospective OB worry.

The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B Analysis

Different theories have been made use of to discuss the circumstances to get further clearness concerning the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors think that subordinates are passive and also lazy, have little aspiration and resist modification. The circumstance at The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B is not entirely adhering to Concept X, it can be seen that brand-new hires are finding this setting rather demanding which may eventually lead to a greater disposition of the administration in the direction of Theory X. Also while analyzing Lewis's management design, theory X may have been suitable in the operations division to some level yet the Advertising department would require reliance on Concept Y in order to obtain the creativity and also creativity from the teams.

Tuckman's Synergy Concept: As much as Lewis's worry concerning bringing consistency in between the marketing as well as marketing department is worried, this would initially lead to conflict as discussed by Bruce Tuckman in his 'Synergy Concept'. By integrating the advertising and advertising department's job, there may be the same initial detach which could lead to the second phase of 'storming' where the teams challenge one an additional.

Bridges' Transition Design: As per William Bridge's theory (appendix 4), people are rather awkward with adjustment, which is noticeable by the situation at The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B The circumstance can be seen as a typical course of life if is researched as per Bridge's theory where he explains that individuals undergo three phases of transition when they experience change. 'Closing, losing and also Releasing', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they enter stage one and so there may be feelings like sadness, uncertainty, stress, temper, fear, rejection and disorientation.The circumstance at the advertising and marketing department of The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B is comparable so Lewis can obtain comfy with the suggestion that it is not remarkable behavior. In the second stage, there may be a demand to connect the void between the brand-new as well as old society so Lewis may have to face this experience once Krasnow leaves. There might be reduced spirits as well as low productivity at this phase which ought to not be taken as a problem. It is throughout this phase that Lewis will have to offer advice to the department to ensure that they can find an orientation. It can be seen exactly how Krasnow has actually already made this change simpler by making Lewis get involved in the department a year prior to his real departure. Based on Bridges' Design, phase three will cause visibility to understanding, High power and also dedication as individuals will certainly accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has talks about the relevance of 'safety requires as being a lower level demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected and out of risk' is at the 2nd level of demands. Before a staff member can be made to establish psychologically, he needs to have his 'Physical 'as well as 'Security' requires met.

SWOT Analysis for The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B Case Study

Ramification of Analysis.

The OB analysis has actually considered various theories to recognize just how to handle the current circumstance at hand. The adhering to three alternatives have been proposed to aid Lewis handle the business challenges in the advertising department. Each of these options has been suggested for relieving the transition needed to bring the advertising division in accordance with the requirements of the marketplace as well as for making the cultural modification that would adhere to once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and also Manufacturing features. Assimilation of Advertising with Workflow.

Assessment of Alternatives.

Assimilation of Marketing & Marketing Functions: The internal marketing firm of The Changing Of The Guard Planning For Succession At Madison Childrens Foundation B is already stamina for the organization in terms of conserving up on expenses associated with advertising and marketing and promo. Since no new recruitment has been done after Bridget Cole's separation with the coverage line being straight appointed to Krasnow for the advertising and marketing feature, this is a positive possibility for integrating the marketing and advertising functions. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has know-how in business-to-business marketing along with agency and retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing functions.

The benefit of this technique is that it will certainly incorporate both features while minimizing the requirement for hiring an extra source for advertising and marketing. Along with this, Lewis would be heading the marketing department and all the same her replacement would be needed for the current role that she is executing. The drawback of this option is that external hiring may bring about resentment from inner workers who may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Given the competitive pressures as well as high top quality job called for from the advertising and marketing agency, it is suggested that Lewis needs to enable the production device to be a different feature from the advertising device. Given that most advertising agencies had these two features as separate systems, it makes more sense to comply with the norm.

Integration of Advertising with Procedures: Considering that Lewis is already dealing with the marketing and also procedures divisions at the same time; it makes sense to integrate the two features given that she has been effectively dealing with both ends. The truth that both departments already have major differences over allowance of sources suggests that this combination may have the ability to bring about harmony specifically as Lewis would be heading both ends.However there are different downsides of this action especially as it would certainly place excessive problem over Lewis's shoulders. The fact that Lewis has to adjust her management style for the marketing division suggests that these 2 departments would be culturally diverse. In addition to this, Lewis might not have the ability to apply one type of management design to both departments which might cause inadequacy in either among the two functions.


An evaluation of the 3 options shows that integration of advertising as well as operations would not be a possible relocation due to the substantial differences between the two divisions in spite of the truth that presently Lewis is handling both. While splitting up of the production feature might have been a positive step for the advertising department, the truth that it would imply placing a 3rd feature under Lewis's wing suggests this must be stayed clear of.

Action Strategy.
Lewis will take over the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

Judith Shapiro will be worked with to take Lewis's location as SVP of advertising and marketing.

Manufacturing function will stay component of advertising under advertising function.

Lewis will divide herself from operations.

An autonomous leadership style with worker empowerment will certainly be utilized in advertising division.

Open door plan and also emphasis on cross departmental communication will certainly be focused on eliminating discord.

Contingency strategy.

If the assimilation does not exercise as prepared, a contingency plan would comply with which would separate the production function from the advertising and marketing feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. In that case the manufacturing function will most definitely be divided by positioning it under an SVP production.